Preparing For (and Acing) Your Job Interview

In today’s job market, people have a ton of options for mastering the interview process. In fact, a quick search will produce more interview tips than you’ll know what to do with. So, how do you know what’s best?

That’s where Executive Agenda (EA) can help. Our interview prep process comes from experience, not hearsay from the internet. We have mentored senior leaders across Wisconsin, sharing what real-world hiring looks like from our personal and professional experiences.

Preparing for an interview is intimidating. But at the leadership level, whether you are seeking a manager, director, or VP role, it’s less about memorizing answers and more about being intentional in how you show up.

 

“Most candidates underestimate how much control they have in an interview. Preparation changes everything.”

^{Debbie Rudan, Executive Agenda Group Chair}

 

Do Your Homework to Go Further

Research the company. Study their website, news articles, and LinkedIn profiles of those you’ll meet. Use your network to get insights into the culture.

 

But don’t stop there. Bob Puissant, EA Group Chair, often tells candidates

“If you want to stand out, think like someone who already works there. What problems are they trying to solve? Where are they headed?”

When you enter the interview with an understanding of their strategy, your answers naturally connect your experience to their needs. That’s what hiring managers are listening for.
 

Ask yourself

• What business challenges might this company be facing right now?
• Where are they investing or expanding?
• What leadership gaps might exist?
• How does this role contribute to their broader strategy?
   

When you prepare at this level, your responses shift from informational to strategic, and hiring teams notice that difference.

 

Make a Lasting Impression Before You Say a Word

Leadership presence begins the moment you walk in.

Companies are looking for chemistry, compatibility, and culture fit as much as the competency to do the role.

Be mindful of your

• Smile
• Eye contact
• Posture
• Handshake
• Stride

If the organization’s culture is business casual, dress one step above it. This signals professionalism without making you feel out of place.

The same goes for virtual interviews. A professional top, good lighting, proper camera placement, and a strong camera presence will set the stage for your interview.

Speak with a confident tone. Talking too quickly signals nervousness, while a monotone delivery can feel like disengagement.

 

Turn Your Interview into a Conversation

Be specific about your strengths and honest about where you’re developing.

When you’re talking about your career, be sure to tell your story in a clear way. At Executive Agenda, we like the STAR method:

• Situation
• Task
• Action
• Result
   

Pick a story that demonstrates an impressive impact. Interviewers remember candidates who come alive when talking about meaningful work.

 

“The strongest candidates tell a story, and then connect that story directly to the organization's goals. Always make it clear how your experience benefits them.”

^{Bob Puissant, EA Group Chair}

 

Prepare for the Tough Questions

Senior candidates should practice answers to common interview topics:

• Tell us about yourself.
  Use a succinct statement that highlights your leadership brand and what you bring to the table.
   
• Why are you looking for a new role?
  Be natural and stay positive.
   
• What are your salary expectations?
  Share the range you are comfortable with and ask how that fits with what they are offering. If pressed, you can say, “The reason why I am reluctant to share specifics with you is because I don’t want it to be the only consideration for me getting this position.”
   
• What are your weaknesses?
  Share an example of a weakness, and add how it helped you grow as a leader by how you managed it. Self-awareness builds trust.

 

Close With Intention

When wrapping up, ask:

• Based on our conversation, is there anything else I need to tell you that will have you see me as the most qualified candidate for this position?
   
• What will be the next steps in your hiring process? You can also ask for a good time to follow up with them.
   

Then, within 24 hours, send a personalized thank you note. Talk about your meeting, reinforce how your strengths would benefit the organization.

Professional follow-through reinforces your leadership credibility and demonstrates the same behaviors you would be using in the role.

 

Preparation is Best

Interview planning builds confidence, and confidence builds credibility.

Our mentors have seen one consistent truth in interviews. Candidates who truly prepare almost always outperform those who rely on instinct.

If you prepare, stay present, and connect your experience to the organization’s needs, you will be on your way to your next leadership opportunity.

 

 

About the Authors/Executive Mentors

Debbie Rudan

Debbie has served as a SE Wisconsin Group Chair (Executive Mentor) since 2019 and serves two EA groups. She has worked with business leaders and team members at all levels to improve performance and organizational effectiveness. Debbie has spent more than 20 years in talent development, connecting people to jobs, getting to know leaders as individuals, exploring their goals, and coaching and guiding them toward success. As a coach, she helps people find the resources they need to overcome feelings of isolation in their challenges and to create an environment of trust, allowing her group members to speak freely, share ideas, and develop the skills to achieve personal and professional success.

 

Bob Puissant

Bob was an engaged member of EA for nearly 20 years before becoming a Group Chair (Executive Mentor) in 2018. He presently serves two SE Wisconsin groups. His career has taken him all around the country, leading companies in sales, marketing, business development, planning, and organizational leadership. He holds an MBA from Northwestern University's J.L. Kellogg Graduate School of Management and has served on various boards. Currently, Bob participates in Silicon Pastures, an angel investment organization that investigates potential investments in a variety of early-stage companies.